ISO 9001 2015 - 7.2 Competency

Starting to get Involved

What may be required to document competency if based on previous work history.

For example, a position has a job description defining the key responsibilities and core competencies. An employee has performed this job for several years and his/her manager is intimately familiar with their quality and work history. Can the manager sign-off a simple declaration statement, as apposed to say completing a detailed evaluation checklist based on work samples/observations/etc.

What may be required to document competency if based on previous work history.

For example, a position has a job description defining the key responsibilities and core competencies. An employee has performed this job for several years and his/her manager is intimately familiar with their quality and work history. Can the manager sign-off a simple declaration statement, as apposed to say completing a detailed evaluation checklist based on work samples/observations/etc.

So, for each job you have defined the required abilities, skills and knowledge then the supervisor of this person may evaluate and sign off on this person’s ability to do the job well.

Of course, the supervisor also needs to have the competence to evaluate the work of the workers who report to them. The supervisor will know who else can also do the job well just in case the job holder is not available.

And competent people still need to be supported by an effective system.

Starting to get Involved

Thanks for the reply and agreed. However, I suppose the question I am asking involves the level of documentation retained. Can I sign someone off as competent (to the defined criteria), if I am satisfied with their performance through x years work history and forgo a specific competency evaluation for records.

Thanks for the reply and agreed. However, I suppose the question I am asking involves the level of documentation retained. Can I sign someone off as competent (to the defined criteria), if I am satisfied with their performance through x years work history and forgo a specific competency evaluation for records.

Quality and Auditing Expert

If the supervisor/manager is attesting that the person has been performing as expected for x period, fine. Certifications and training courses can also work for fields in which they apply, though competency is a level of capability that is expected to be assessed internally in some way. To be clear though, licenses and professional certifications usually require testing and/or continuing education and/or experience, so that factors in to the organization's methods.

As Randy said, the organization has a great deal of freedom to define its own methods. Auditors seek to verify the organization has done so, and is following the methods.

Thanks for the reply and agreed. However, I suppose the question I am asking involves the level of documentation retained. Can I sign someone off as competent (to the defined criteria), if I am satisfied with their performance through x years work history and forgo a specific competency evaluation for records.

A problem shared...

What may be required to document competency if based on previous work history.

For example, a position has a job description defining the key responsibilities and core competencies. An employee has performed this job for several years and his/her manager is intimately familiar with their quality and work history. Can the manager sign-off a simple declaration statement, as apposed to say completing a detailed evaluation checklist based on work samples/observations/etc.

Does previous work history actually show competency? I don't think so... In fact, I'll disagree with John that "grandfathering" isn't "OK" it's very risky.

Competency is defined as "the demonstrated ability..." What is being found by management when they actually ask their 30+ years experienced people is that they are NOT competent with certain tasks. I'd suggest that doing demonstration of skills and knowledge is going to highlight a train wreck BEFORE it happens...